‘Tis the season and everyone in the office is looking forward to joining their colleagues and clients for lots of festive fun at the annual company Christmas party…or are they?
For some, the boozy office party is as synonymous with December as Fair Isle jumpers and Brussel sprouts, but things are changing…for a variety of reasons.
Let’s take a whizz through a few of the factors at play:
Mocktails over cocktails
Not everyone wants to drink the bar dry.
According to Fortune magazine, a fifth of office parties will be alcohol free this year with event management company Together suggesting that 74% of Gen Z workers are so conscious of the health impacts of alcohol that bosses are now under pressure to provide booze-free celebrations.
But it’s not a case of Gen Z calling the shots (or abstaining from them) – there are many reasons why people choose not to drink. It’s also not about cancelling end-of-year celebrations altogether – no-one wants to be accused of being the ‘fun police’. It’s more a growing awareness for employers that getting sloshed and dancing on tables at the end of the night isn’t everyone’s cup of tea. In fact, some may prefer that cup of tea!
New outfit?
The office Christmas party is not always the big treat it seems. For many, the additional costs can be substantial (especially for junior staff) when you factor in potential new outfits, transport or accommodation, and additional drinks when the company bar tab runs out.
Out of hours
For team members with families or those who already spend more time working than they should, another late night may the last thing they want. Sometimes a fancy lunch or experiential day-time event may strike a better, more inclusive balance for your team.
Sleazy business
According to legal platform Valla, survey results show that 1 in 10 employees were also planning to miss their Christmas party to swerve unwanted sexual attention.
We have all heard whispered tales of drunken misadventures at office or client parties. We may have laughed along, shaken our heads or even been the instigator to some of the merriment. And while such antics are certainly not reserved for Christmas, they are amplified by the sheer amount of socialising that happens at this time of year.
Duty of care
Here’s where it gets serious. On the 26th of October, the introduction of the Worker Protection Act 2023 put the onus on UK employers to actively take steps to prevent sexual harassment in the workplace and at work-related events including the office party.
A risqué comment or an intoxicated misstep may be common when the drinks are flowing but when things turn sour, it can have damaging consequences not just for the individuals involved, but also for your organisation.
No longer can such incidents be readily dismissed as ‘just banter’ or your typical work night out. In fact, if a case ends up at an Employee Tribunal and a company is deemed not to have met this new proactive duty of care, any compensatory awards could be increased by an additional 25% – harmful, therefore, both reputationally and financially.
Striking the balance
Regardless of what’s on the itinerary, the emphasis should be on rewarding your people. And as the year races to a close, the chance to (quite rightly) celebrate the hard-fought wins should be a joyous one.
Rather than producing a list of mood-killing pre-party dos and don’ts, the message should be one of inclusiveness, respect, looking out for each other, and doing yourself and the company proud.
If a shift in cultural thinking is needed in your organisation, it is not going to happen overnight, and it certainly won’t kick in just before you hit the town!
A long-term understanding of how your comments or actions may be perceived as intimidating, hostile, degrading, humiliating or offensive, regardless of how they were intended is critical, not just for the holidays but all year round. It is also essential that your team is empowered with the knowledge of how to deal with unwanted advances or unsavoury behaviour from third parties, including clients and external contacts.
It’s worth getting expert guidance on the best way to implement and embed this new way of thinking, in order to comply with the new legislation and help lower risk – no matter what the season.
Check please!
We all know that putting on a festive bash is not cheap. If the attendance figures at your annual company soirées are starting to flag, it may be time to look around your office and ponder whether the traditional booze-fest is giving your people what they want.
An anonymous team survey could be one way to gauge feeling. You can’t please all the people all of the time, but if opinions are being heard and acknowledged, it goes a long way to building a more robust company culture and a happier workforce.
Choosing the right event can even enhance your culture and sense of camaraderie. According to Australian firm Corporate Challenge, 85% of employers believe that Christmas parties can have a positive impact on staff morale, with 96% of attendees less likely to resign the following year. A sign that lack of participation in team activities is a genuine marker for disengagement and one to take serious note of.
You may even consider moving away from an annual bash altogether. Craze Central claim that 57% of those aged 16-34 would prefer to see the full office party budget going to charity, while offering a financial reward to employees in lieu of a night out is also likely to prove popular.
In summary
While getting into the festive spirit is positively encouraged, there is a growing realisation that not everyone wants to wake up with mistletoe in their hand and kebab in their hair.
As a business leader, it is therefore important to find a way of rewarding year-end efforts that befit your organisation and your people. With an ingrained awareness of how to respect and maintain personal boundaries, everyone should be able to enjoy themselves without fear of regret or consequences.
Now, anyone for eggnog?
